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The Role of Human Resources- Report

   

Added on  2020-05-16

11 Pages3163 Words32 Views
Running Head: HRMT ASSESSMENT 3HRMT Assessment 3Name of the StudentName of the UniversityAuthor Note

1HRMT ASSESSMENT 3Executive summaryThe focus of the report is gender inequality. There is need of increased effort from theHuman resource department, to overcome the gender inequality in workplace. Using this thesisstatement in response to gender inequality issue in workplace the report aims to analyse relevanttheory and strategic management literature. The factors that contributed towards the gender inequality in workplace in Australia asper the literature are capitalist system, prejudice, patriarchy, stereotyping attitude by HRM, andlack of cross cultural skills by HRM. The challenges due to gender inequality are lack of flexibleworking environment, hiring biases, gender pay gap, and misevaluation of their capabilities. It is recommended to HRD to overcome the gender inequality by initiating gender-focused staretgies, focussing on promoting the flexible working hours, fosteringfemale leadership, conducting annual pay equity analysis and eliminating thesalary negotiation.

2HRMT ASSESSMENT 3Table of ContentsIntroduction..........................................................................................................................3Analysis of the Gender inequality issue..............................................................................3Need of HR efforts...........................................................................................................3Role of capitalism and patriarchy....................................................................................4Prejudice and Hiring biases.............................................................................................5Employee relation challenges..........................................................................................5Recommendations- Practical solutions................................................................................7Conclusion...........................................................................................................................8References............................................................................................................................9

3HRMT ASSESSMENT 3Introduction The report deals with the recent story on gender inequality published on the website,www.hcamag.com on 14 December, 2017. The story deals with increasing efforts by theemployees to address the pay gaps and gender imbalances persisting in Australia. The storyhighlighted that there is a gender pay gap which is in favour of men in all occupations. The storyinforms about the Australia’s national gender pay gap, which is 15.3%. It is indicating that theemployers are still not doing enough to reduce the gender inequality. The published newsinforms about the efforts being taken to reduce the issue but could lower the SAP’s gender paygap to only 2%. It is still a long process to eliminate the issue entirely (Hilton, 2018). The thesis of the paper is - There is need of increased effort from the Human resourcedepartment, to overcome the gender inequality in workplace. The report aims to analyse thegender inequality issue using relevant theory and literature and provide practical solutions to theissues. For this purpose the report draw on the concepts of the strategic management andliterature related to the employee relation challenges. All the arguments are supported with thetheoretical discussion. Analysis of the Gender inequality issue Need of HR efforts There is a need of HR efforts to ensure the gender inequality as most of the data focuseson increased efforts from women to end the pay gap. There is multitude of factors, influencingthe pay given to women. It includes nature of their employment, industry, history of wagefixation, and their trade union membership. There is clearly more role to play by the organisationin addition to the women’s action alone. Equal pay has been a political debate since ages evenafter 30 years of equal pay legislation. Women despite focusing more on knowing their worth ordoing research or by negotiating effectively may not help the issue to be resolved. Thus, HRneeds to develop proactive strategies to mitigate the issue. Gender pay gap can be dealt at the HRlevel as on an average men are earning 24% more than women (Kahn, 2015).). According to the

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